Our sample of knowledge workers and frontline workers had suggestions for how employers can make returning to the office, even for two to three days a week, commute-worthy. These include:

Expand training and mentoring for those who are in the office.
Increase team leader check-in meetings with those in the office.
Make workplace wellbeing options visible and accessible to all.
Make workplace technologies easy to access so workers can connect with team members from anywhere.
Be clear on the types of roles best suited to in the office, remote or hybrid.

Return-to-office policies are not "one-size-fits-all." Instead, they need to be co-created with employees rather than mandated from the top. Employers must start addressing questions like:

How can organizations optimize both flexibility and performance?
Is my organization communicating the "why" behind coming to the office?
What is the messaging around which job roles are in-office, hybrid or remote? How is this communicated?
Are frontline managers equipped to have meaningful discussions about flexibility and performance with their teams?

Provide clarity on the best workplace experience for job roles

Establishing clear guidelines for team leaders to recommend the best type of workplace experience for their team members is critically important. That is what the global architecture, engineering and consultancy Ramboll did in launching its Future Workplace Taskforce.

4 HR strategies for success in the hybrid work revolution

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